(A) The initial content of all job descriptions shall be provided by subject matter experts, such as department heads/elected officials, supervisors and incumbent workers, through the use of questionnaires, written documents and related materials. If needed, verification shall be obtained through on-site job audits conducted or coordinated by the Human Resource Director. Based upon information, the Human Resource Director shall prepare the description in approved format for final draft.
(B) All employees will be assigned to employment as provided in an established job description and must be able to meet the requirements for performing the essential functions of the position to which assigned.
(C) Standard formats shall be established by the Human Resource Director to include essential and marginal duties and responsibilities and minimum qualifications (training, education and experience), and the Americans with Disabilities Act (“ADA”) compliance. The description shall be used by the county as the basis for:
(1) The classification of the position and determination of its rate of pay;
(2) Preparation of examinations and for determination as to whether an applicant or employee meets the minimum requirements for a particular class of positions;
(3) The preparation of a position announcement soliciting applications from interested individuals for position vacancies;
(4) The orienting of a new employee to the duties and responsibilities of a position to which hired or promoted by an administrative officer, supervisor or department head/elected official, in consultation with the Human Resource Director; and/or
(5) The basis for the development of performance management objectives and evaluations.
(Ord. passed 6- -2019)